Suchergebnisse

Across the world, many individuals, organizations, and communities rely on the charitable contributions of others to meet critical needs. However, receiving aid can be challenging if donors discriminate against solicitors based on their demographic characteristics. We examined the potential impact of two of such characteristics, namely, the solicitor's race and gender, by soliciting contributions from 162 dentist offices through phone calls, manipulating race (Latino/White) and gender (male/female) of the caller. We analyzed differences between race and gender on the likelihood of receiving donations and interpersonal interactions rated by blind coders. Logistic regression results revealed Latinos were significantly less likely to receive donations than Whites, and women were marginally more likely to receive donations than men. Multivariate analysis of variance results indicated, however, that Latinos received significantly better interpersonal treatment than Whites. Results show support for Patronization Theory extended to the solicitation context. Implications of these findings and future directions for research are discussed.

Objective:The purpose of this meta-analytic review is to examine the role of three work environment support variables (i.e., peer, supervisor, and organizational support) in training transfer and sustainment or long-term use of learned knowledge, skills, and attitudes (KSAs).Background:Estimates demonstrate that little training is transferred to the job, wasting billions in organizational spending each year and resulting in significant loss to safety and individual and team performance. Prior research shows the importance of a supportive work environment to facilitating transfer; however, we know little of the relative importance of specific support variables. This study seeks to examine the unique roles of distinct support variables in training transfer.Method:A meta-analysis was conducted with multiple regressions to answer three primary research questions.Results:All work environment support variables demonstrate moderate and positive correlations with transfer of training. Furthermore, multiple regressions demonstrate that each factor of the work environment explains unique variance as a predictor, with the model accounting for 32% of transfer and peer support accounting for most of R2. Motivation to transfer mediates the relationship between all three work environment support variables and transfer. Furthermore, three support variables are positively related to sustainment, with peer and supervisor support showing the strongest relationships.Conclusion:Findings illuminate the relative contribution of peer, supervisor, and organizational support to transfer and sustainment of training. As transfer continues to be an important yet understudied measure of the effectiveness of workplace training, these findings hold implications for both research and practice.